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Exploiting Human Knowledge Management and Human Capital

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Exploiting Human Knowledge Management and Human Capital. Cheryl Myles ... strategic and communicated commitment from senior management ... – PowerPoint PPT presentation

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Title: Exploiting Human Knowledge Management and Human Capital


1
Exploiting Human Knowledge Management and Human
Capital
  • Cheryl Myles
  • Branch Development Manager, CIPD

2
Human knowledge management
  • the greatest challenge we have is to know what
    we know
  • Lew Platt, CEO Hewlett Packard
  • strategic and communicated commitment from senior
    management
  • identify KM as a core process for organisational
    success
  • create a KM vision and define a knowledge sharing
    culture
  • train staff in knowledge sharing skills
  • build KM principles into existing processes and
    systems

3
Culture building
  • One of the key characteristics of a KM culture
    is that blame is outlawed when things go
    wrong, the shared concern is to learn from it.
    Otherwise, innovation will be restricted as
    people are afraid to make mistakes.
  • CIPD, (2006)
  • Buckman Laboratories
  • Database access
  • Talk to best informed
  • Decisions close to impact
  • Contribute to knowledge database
  • Opportunity for individual growth
  • Everyone participates
  • KISS principle
  • All to be involved in engagement with the front
    line
  • http//www.knowledge-nurture.com/

4
Foster innovation and experimentation
  • the most successful examples of human capital
    management and reporting are those involving
    cross-functional teams
  • Gates, (2003)
  • Create think tanks or communities of practice.

5
Learning programme development
  • Knowledge is created and held by people
    passing on knowledge is a fundamental part of
    learning
  • CIPD, (2006)
  • use pre-work assignments
  • provide opportunities to share information
  • bring in experts to share their knowledge
  • encourage learning transfer
  • use post-course assignments or action learning
    sets
  • use virtual discussion groups

6
Human capital
  • . human capital is a precarious organisational
    asset. This is because the potential mobility of
    individual employees undermines the firms ability
    to derive full benefit from the skills they bring
    to the organisation.
  • Scarbrough and Elias, 2002

7
Human capital management
  • CEO held to account
  • define human capital and how it affects business
    results and how ROI can be calculated
  • human capital management is a journey

8
HC journey
9
Developing a route map
  • identify who should be involved in the human
    capital team.
  • review your current capital management journey
    and plan what is required for you to move onto
    the next stage
  • review the Guide, take each step, and tick off
    all the checklist's items.
  • embark on the journey to capital measurement and
    reporting

10
Exploiting human capital in practice MS
  • Employee engagement
  • emotional commitment to work
  • customer loyalty and commitment
  • Capability measurement
  • capability mapping
  • employee survey

at some point we should be able to see whether
capable people are engaged competence x
commitment (Ulrich, 1998)
11
Exploiting human capital in practice NUI
  • introduction of progression, performance and pay
    (PPP)
  • clear emphasis on identifying skills and
    behaviours that drive business success
  • reflective of brand values of progressiveness,
    integrity and shared benefit
  • linked to strategic priorities of profit, morale
    (survey) and service
  • balanced scorecard approach (Kaplan and Norton,
    1996)

12
Exploiting human capital in practice - Motorola
  • assess managerial competence (talent web)
  • talent web
  • 4Es1 (energise, edge, envision, execution
    ethics)
  • appraisal system
  • get the best people in the best jobs and retain
    them
  • balanced scorecard

13
CIPD Resources
  • Subject areas
  • http//www.cipd.co.uk/subjects/corpstrtgy/hmncapit
    al/
  • http//www.cipd.co.uk/subjects/corpstrtgy/knowman/
  • Factsheets
  • http//www.cipd.co.uk/subjects/corpstrtgy/knowman/
    supknowman.htm?IsSrchRes1
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